2115.108 Jury Duty

   (a)   Any regular employee of the City who is required to serve on the jury of any court of record shall be paid the regular rate of pay during such period. In order for an employee to receive pay under this section, the employee must secure a certificate from the Clerk of Court in which they served evidencing the fact of their having been required to serve.

   (b)   Shift workers who serve on Jury Duty on regularly scheduled days off shall be granted compensatory time off, or overtime pay.

      (1)   When an employee receives notice for jury duty in any Court of Record of Lucas County, Ohio or in any adjoining county, the employee shall present such notice to their immediate supervisor. When notified by the court to report for jury duty on a date certain, a time report shall be completed and signed by the appropriate court official for each day during jury service setting forth the time of arrival and departure from the court. Such record shall be presented by the employee to their supervisor upon return to work.

      (2)   When an employee is in court for jury duty for less than four (4) hours, the employee shall report to work immediately for the balance of the eight (8) hours. This eight (8) hour "shift" will start with arrival time for jury service as documented in (1). There will be a minimum of eight (8) hours between the end of this "shift" and the next shift as described in Part (c).

   (c)   Employees shall receive no less than a minimum of eight (8) hours of time off prior and after any such jury appearance. These employees shall not be eligible for recall during these time periods.

2115.109 Unemployment Compensation

   The City shall continue to extend the provisions of the Ohio Unemployment Compensation Law to City Employees.

2115.110 Educational Reimbursement and Training Programs

   (a)   The City will reimburse tuition costs for courses taken at an educationally accredited college or university by permanent employees. Part-time employees shall receive reimbursement on a pro-rated basis based upon actual hours worked the preceding year. Such course work must be approved prior to enrolling by submitting documentation that the course is necessary toward a degree which is required for a position in the City's classified service or job-related technical courses to the Department of Human Resources.

   (b)   The City will also reimburse for technical courses, courses must either be directly related to the employee's current job or directly related to an obvious career path. The determination of job relatedness or career path relatedness shall be made by the Director of Human Resources. To be directly related to an obvious career path the course work must be within the same work series (e.g. labor, clerical) and within three (3) normal promotional steps, technical courses will be reimbursed at a grade "C" rate. Reimbursement shall be limited to four (4) courses per year.

   (c)   The City will reimburse eighty percent (80%) for a grade of “C”, ninety percent (90%) for a grade of “B” or one hundred percent (100%) for a grade of “A”. The City will reimburse the appropriate percentage of the cost of tuition and general fees only, for ten (10) credit hours per quarter or fifteen (15) credit hours per semester. Reimbursement shall be limited to tuition levels charged by the University of Toledo for academic coursework and by University of Toledo Community and Technical College for technical coursework. These costs will be reimbursed upon the documented presentation of a “C” or 2.0 grade or better.

   (d)   Any employee participating in the tuition reimbursement program who resigns or retires (non-disability) must repay the tuition reimbursement paid by the City for courses taken less than two (2) years prior to the date of termination. If necessary, this amount will be deducted from the employee's termination pay or his/her final check.

   (e)   Non-accredited schools will be included.

   (f)   If licensing or certification is a requirement of a classification held by an employee, the City shall pay the employee's licensing or certification expenses.

   (g)   The City shall provide training and/or educational programs for full-time permanent employees to enhance career development under a program established jointly by the parties.

   (h)   In the interest of having its employees keep pace with advanced technology, the City will endeavor to train those employees that may be affected as the result of a technological work change as the need arises. Training in these new areas shall be done by City personnel. However, when it is beyond the scope of City personnel, training may be conducted through outside services. These costs shall be borne by the City.

   (i)   The City shall continue to provide the opportunity for Local 7 members to prepare for the commercial drivers license (CDL) examination. This opportunity will be offered on a quarterly basis whenever a minimum of six (6) employees have signed up for the training. The training will be made available on Saturdays or other non-work hours without pay.

   All employees shall be permitted to enroll but preference shall be provided to those appointed to a classification that requires a C.D.L. who have been permitted to obtain the license during their probationary period. Employees who are promoted, transferred, voluntarily demoted or bumped through the layoff procedure into a classification that requires a C.D.L., shall be allowed the course of their probationary period to acquire their C.D.L. provided reasonable accommodation can be made on the job.

   All employees shall be permitted the use of city equipment to take the C.D.L. road test on City time if necessary.

2115.111 Part-time Employee's Seniority and Benefit Rights

   Seniority shall accrue to permanent part-time employees based upon the total hours of continuous service with the City, and shall be used for the purpose of determining layoff, bumping, and recall rights.

   Part-time employees will be eligible for transfer, promotion, layoff, bumping and recall rights the same as full-time employees based on their accrued seniority.

   The following benefits shall be made available to all permanent part-time employees, as of January 1, 1988, on a pro-rated basis based on actual hours worked the preceding year or years:

   Sick Days

   Holiday Pay

   Funeral Pay

   Jury Duty

   Vacation

   Severance Pay

   Pension Benefits

   Safety shoes and safety glasses shall be made available to all permanent part-time employees as of January 1, 1988, as provided in 2115.104, “Mentor/Uniform Maintenance Allowance”.

   Permanent part-time employees may request medical, prescrip tion, dental and life insurance benefits, but must pay a pro-rated share of their cost. The pro-rata share shall be computed every six (6) pay periods based upon their actual hours worked during those six (6) periods. The rate shall be that then in effect for the benefits specified.

2115.112 Safety Glasses

   The City will provide a purchase program to its employees who because of the regular course of their work exposure require in its opinion safety glasses.

   The purchase program shall make these items available to the employee at sixty percent (60%) of the cost of the item to the City with the remaining forty percent (40%) to be paid by the employee. A payroll deduction system will be established whereby the employee can authorize payment for items purchased under this program through the automatic deduction from the employee's paycheck.

2115.113 Base Annual Salaries

   (a)   Effective July 1, 2006 employees shall continue to receive the wage rates that were in effect on June 30, 2005 and as set forth in the following salary schedule:

 

RATES IN EFFECT JUNE 30, 2005
	75%	85%	95%	Full Rate
7	13.480	15.280	17.076	17.974

    (b)    Effective the first full pay period in January of 2006 employees who are Communications Operators and paid at a pay grade 7 shall receive a one and one-half percent (1 ½%) wage increase in their base wage rate. Employees who have elected to become Senior Communications Operators will remain at their previous rate.

 

RATES EFFECTIVE JANUARY, 2006
SALARY GROUP	75%	85%	95%	Full Rate
7	13.682	15.509	17.332	18.244
8*	13.480	15.280	17.076	17.974

   (c)   Effective the first full pay period in January of 2007 employees in pay grade 7 shall receive a two percent (2.0%) increase in their base wage rate. Those designated as Senior Communications Operators shall receive a one and one-half percent (1.5%) increase.

 

RATES EFFECTIVE JANUARY, 2007
SALARY GROUP	75%	85%	95%	Full Rate
7	13.956	15.819	17.679	18.609
8*	13.682	15.509	17.332	18.244

* Senior Communication Operators

   (d)   Effective the first full pay period in January of 2008 employees at the pay grade 7 rate working as Communication Operators shall receive a three percent (3%) wage increase in their base wage rate. Those designated and working as Senior Communications Operators shall receive a two percent (2%) increase.

 

RATES EFFECTIVE JANUARY 2008
SALARY GROUP	75%	85%	95%	100%
7	14.375	16.294	18.209	19.167
8*	13.956	15.819	17.679	18.609

* Senior Communication Operator

   (e)   Effective May 16, 2008 those who are designated as Senior Communications Operators will be reclassified and placed in a salary group eight.

 

	75%	85%	95%	Full Rate
8	15.164	17.187	19.207	20.218

   (f)   Effective June 30, 2008 those designated and working as Senior Communications Operators will receive a three percent (3%) increase and paid as follows:

 

RATES EFFECTIVE JUNE 30, 2008
	75%	85%	95%	Full Rate
8	15.619	17.703	19.783	20.825

   (g)   An employee who is promoted or who works above his classification in a classification within the Local 7 Bargaining Unit will receive the Promotional Starting Rate of the class to which the employee has been promoted for the employee's 1st 2080 hours in that classification unless the Promotional Starting Rate of the new classification is either less than four percent (4%) greater than the rate the employee was earning in his/her regular classification, or less than the 75%, 85%, or 95% rate for the classification. If the Promotional Starting Rate of the new classification is not at least four percent (4%) greater than the rate the employee was earning in his regular classification, then the employee will receive a four percent (4%) increase over his/her present rate. If the promotional starting rate is less than the 75%, 85%, or 95% rate for the classification, then the employee shall be paid at the nearest step rate that is at least four percent (4%) greater than the employee's current rate. At no time would a permanent employee earning the promotional start rate be paid less than an employee in that classification in the division with less seniority who is in one of the step rates. When an employee has served 2080 hours as an alternate to a position to which the employee is subsequently promoted, he/she shall continue to receive the full rate.

HOURLY PROMOTIONAL START RATE
SALARY GROUP	6/30/02	1/2004 (2.0% inc.)	1/2005 (2.0% inc.)
1	10.473	10.682	10.896
2	11.072	11.293	11.519
3	11.763	11.998	12.238
4	12.512	12.762	13.017
5	13.359	13.626	13.899
6	14.410	14.698	14.992
7	15.551	15.862	16.179
8	16.892	17.230	17.575
9	17.501	17.851	18.208
10	18.415	18.783	19.159
11	19.455	19.844	20.241
12	20.646	21.059	21.480
13	22.010	22.450	22.899
14	23.583	24.055	24.536
15	25.384	25.892	26.410

 

   (h)   Employees hired on or after January 1, 1992, that are not placed from within municipal employment, will be paid at the Step Rate of the salary provided in this section as follows:

 

STEP	PERCENTAGES
1st Year	75% of Full Rate
2nd Year	85% of Full Rate
3rd Year	95% of Full Rate
4th Year	100% of Full Rate
(Full Rate)

 

   Employees hired on or after January 1, 1992 who are promoted, transferred, or demoted before completing their third year of City employment shall go to the same step of their new salary group until their anniversary date for that step. A year of service for purposes of the step plan shall mean twelve (12) full months rather than 2080 compensated hours. Employees who are off payroll more than twenty (20) work days during a year of service shall have their year of service extended by their number of uncom pensated work days.

   (i)   Whenever it becomes necessary to determine the hourly or daily rate of pay for an employee whose rate is stated herein as an annual salary, the determination shall be made by dividing the annual salary by two thousand eighty (2,080) to determine the hourly rate, or by two hundred and sixty (260) to determine the daily rate of compensation for the employee.

2115.114 Shift Premium

   (a)   Employees working on the second (2nd) shift shall receive forty cents (.40) per hour in addition to their base hourly wage. The second (2nd) shift shall be considered to be any employee who starts four (4) hours after the regularly scheduled first (1st) shift starting time.

   (b)   Employees working on the third (3rd) shift shall receive fifty cents (.50) per hour in addition to their base hourly wage. The third (3rd) shift shall be considered any employee who starts four (4) hours after the regularly scheduled second (2nd) shift starting time.